Rebecca Morgan

A cup of coffee lasts 40 years

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Rebecca Morgan quote
Photo: Rebecca Morgan, Capadoccia, Turkey

 

In many countries it’s common to be invited for a cup of coffee or tea as a way of extending hospitality. I hadn’t fully understood the implications of this gesture until a recent speaking tour in Turkey.

I’d just given a 90-minute speech to 200+ members of the Eskisehir Chamber of Commerce. The Chamber president, Harun Karacan, a charming, successful businessman who spoke no English, invited me and my local host and friend, Tamer, to his office for coffee. His invitation was followed by this Turkish saying which his aide-de-camp, Arda, translated for me:

“In Turkey, a cup of coffee can last 40 years.”

In other words, Arda explained, when we share a cup of coffee, we develop a relationship that can last for many decades.

I nodded showing my understanding.

There was only one problem.

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Are your people ambassadors for your company?

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Anyone can create a memorable experience for another at any time — whether at work or not. When they do, they are not only representing themselves, but their gender, race, age group, culture, city, state, or even country.If they are wearing your logo-wear or mention they work for you, they also represent your company.

I’ve created programs to help staff shift to ambassador-like thinking. But it starts with people who are already focused on going above and beyond in whatever they are doing or encounter.

Here are a few examples of everyday ambassadors creating a memorable experience for me during a recent trip to the city of Eskisehir, Turkey.

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How can you justify having training meetings?

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After my recent webinar, “Effectively Growing Your Key Talent: Are You Sunlight and Water — or Just Manure?” I received some interesting questions. Here’s one of them.
 
Q: The current trend in business is to have fewer meetings, so how can a manager justify having less project/team meetings and more training meetings.

Convincing leadership to invest in people development

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After my recent webinar, “Effectively Growing Your Key Talent: Are You Sunlight and Water — or Just Manure?” I received some interesting questions. I thought I’d share some of them and my responses.

Q: My organization faces tight budgets in the foreseeable future. The first thing cut was professional development. How can I convince my leadership that this is short-sighted because I might end up losing my most motivated staff?

How can you find opportunities for staff to grow?

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Here’s another good question asked in my recent webinar, “Effectively Growing Your Key Talent: Are You Sunlight and Water — or Just Manure?” 
 

Q: How to find opportunities for employees to grow?

Developing those near retirement

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Here’s another good question asked in my recent webinar, “Effectively Growing Your Key Talent: Are You Sunlight and Water — or Just Manure?” 
 
Q: As someone approaches retirement how do you keep them engaged in department development?

Motivating the unmotivated

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After my recent webinar, “Effectively Growing Your Key Talent: Are You Sunlight and Water — or Just Manure?” I received some interesting questions. I thought I’d share some of them and my responses over the next few posts.

Q: Some staff just do not like change. How to motivate them to approach other types of work?

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What if staff doesn’t want to grow?

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Here’s another good question asked in my recent webinar, “Effectively Growing Your Key Talent: Are You Sunlight and Water — or Just Manure?” 

Q: Some staff don’t know what they need to grow. What to do with them?

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Are your staff losing you revenue?

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There’s no way to watch what each of your employees does. So you have no idea if some of them are actively refusing requests from potential customers that would be pure profit.

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